When building a winning team, performance is important—but it’s not everything. An employee’s alignment with your company’s core values can be even more critical to long-term success.
So, how can you evaluate which employees are driving your company forward and which are holding it back?
In this guide, we’ll break down the four types of employees every company has (or hires), and how to use the “Who’s On Your Team” chart to make better hiring, training, and retention decisions.
Why Core Values Matter in Hiring and Retention
Before you assess your employees, you must know what you’re assessing for. That starts with clearly defined Core Values.
Your Core Values are the foundational beliefs that shape your company’s culture, guide decision-making, and influence everything from strategy to service. They attract the right people—and repel the wrong ones.
When evaluating team members or potential hires, you’re ultimately looking at two things:
- Performance (Do they have the skills to do the job?)
- Core Values Alignment (Do they fit into the company culture?)
Introducing the “Who’s On Your Team” Employee Assessment Chart
To help visualize where your team members stand, use the “Who’s On Your Team” chart. This tool plots employees based on two axes:
- Performance (High vs. Low)
- Core Values Alignment (Aligned vs. Not Aligned)
This creates four distinct employee types:
1. Stars – High Performers with Strong Core Values
Stars are your top team members—the people you wish you could clone. They not only do their jobs extremely well, but they also believe in what your company stands for. They show up every day with a positive attitude, help others succeed, and represent your business in the best possible way.
These employees are the full package: smart, hardworking, team-oriented, and aligned with your company’s values. When you have a Star on your team, you feel it. They make everything better—projects run smoother, team morale is higher, and problems get solved faster.
Why You Want Them:
Studies show that a high-performing employee can be 3 to 10 times more productive than an average worker. That means they get more done, do it better, and do it faster—without cutting corners.
But their true value goes beyond performance. They make your workplace stronger, more positive, and more united. They’re the kind of people who others look up to and want to work with.
Ask Yourself:
- If I had the chance, would I hire 10 more just like them?
- Do they make the team better just by being part of it?
- Are they creative, dependable, and able to handle change well?
- If they left tomorrow, would I regret not doing more to keep them?
If you’re saying “yes” to these questions, you’ve got a Star on your hands!
Action: Invest in them. Promote them. Celebrate them.
Once you’ve identified someone as a Star, don’t take them for granted. These team members are often in high demand, and if they don’t feel valued, they may start looking for other opportunities.
Here’s how to keep them happy and engaged:
- Invest in their growth. Offer them training, new responsibilities, or leadership opportunities.
- Promote them when possible. Show them there’s room to grow in your company.
- Recognize and celebrate their impact. Publicly thank them, give bonuses, or reward them in a way that’s meaningful.
2. Puppies – Values-Driven with Growth Potential
Puppies are the employees with heart. They may not be experts yet, but they care deeply about the work they do and want to be part of something bigger. They believe in your company’s mission and values, and they’re excited to learn, grow, and improve.
Think of Puppies as your future Stars. With the right guidance, training, and support, they can develop into some of your most valuable team members.
These are the people who show up with a smile, are always asking questions, and are genuinely happy to be part of your company. They’re in it for the right reasons—and that kind of attitude is worth its weight in gold.
Why You Want Them:
While Puppies may not have all the experience or technical skills yet, they bring something just as important: potential.
They’re:
- Loyal – They want to grow with your company, not just use it as a stepping stone.
- Trainable – They’re open to feedback and quick to apply what they learn.
- Culture-Fit Ready – They already believe in your values and want to contribute to your mission.
Good Puppies are hard to find—especially in a competitive job market. When you do find one, don’t overlook them just because they need a little coaching.
Signs of a Puppy:
- They’re excited to learn. They ask questions, take notes, and seek out advice.
- They take feedback well. When you give them pointers, they listen and make improvements.
- They show enthusiasm. They’re excited about the work, your company, and the people they work with.
- They have a “team player” mindset. They want to help others and be part of something meaningful.
If someone has a good attitude, a willingness to learn, and strong alignment with your company values—they’re likely a Puppy.
Action: Provide mentorship, training, and clear pathways for development.
Once you’ve identified a Puppy, it’s your job to help them grow. Remember: Puppies don’t become Stars on their own—they need support.
Here’s how to help them succeed:
- Mentor them. Pair them with a more experienced team member who can show them the ropes.
- Train them. Give them access to tools, resources, and opportunities to build their skills.
- Be patient. Growth takes time. Encourage them, and recognize progress, not just perfection.
- Give them a clear path. Let them know what success looks like and what they need to do to reach the next level.
3. Rats – Poor Performers Who Undermine Culture
Rats are the employees who quietly drag your team down. They’re not just bad at their jobs—they also don’t believe in your company’s values. Even worse, they can create a toxic work environment by spreading negativity, stirring up drama, and damaging trust between team members.
They may not always be easy to spot at first. In fact, some Rats can look like good employees on the surface. They may say the right things when you’re around, but behind the scenes, they’re causing trouble, spreading gossip, and hurting the team’s progress.
Why You Need to Let Them Go:
Even one Rat on your team can cause big problems. While you might think it’s okay to keep them because “they’re not that bad,” the truth is—they hurt your culture, lower morale, and make it harder for your best people to thrive.
Your top performers might start feeling frustrated or unappreciated if they see a Rat getting away with bad behavior. Over time, this can lead to good employees leaving and your overall team performance dropping.
Warning Signs:
- They gossip and spread negativity. They talk behind people’s backs, complain often, and bring down the energy in the room.
- They make excuses instead of taking responsibility. When something goes wrong, it’s always someone else’s fault.
- They resist feedback or coaching. Instead of trying to improve, they push back or get defensive.
- They act one way around leadership and another way around coworkers. This kind of two-faced behavior can destroy trust within your team.
If you notice these patterns, don’t ignore them—your other employees are definitely noticing, even if they don’t say it out loud.
Action: Document behavior, provide coaching, and if nothing improves—move on quickly.
If you think someone on your team might be a Rat, here’s how to handle it:
- Keep records. Start documenting specific examples of their behavior—missed deadlines, inappropriate comments, poor teamwork, etc.
- Give honest feedback. Have a direct conversation with them about what needs to change and why it matters.
- Offer a chance to improve. Let them know what you expect and give them support—but also set a clear deadline for improvement.
- Take action if nothing changes. If they don’t show real progress, it’s time to let them go.
4. Enemies – High Performers with Toxic Attitudes
Enemies can be the hardest type of employee to deal with. On paper, they look great. They hit their numbers, finish big projects, and often bring in results that make leaders take notice. But behind the scenes, they’re causing real damage to your team.
Why? Because even though they perform well, they don’t share your company’s core values. Their actions and attitude often create division, stress, and frustration for the people around them. Over time, this leads to a toxic work environment—even if your numbers look good for now.
Why You Can’t Keep Them:
It’s tempting to hold on to an Enemy because they seem too valuable to lose. They may be responsible for big wins or important clients. But the cost to your company culture is far greater than their short-term contributions.
Enemies can:
Push away your best team players—especially your Stars and Puppies
Create tension and distrust between departments or coworkers
Undermine your leadership by questioning decisions or spreading negativity
Destroy the team spirit that makes your workplace productive and enjoyable
Over time, their behavior can quietly sabotage your company from the inside.
Watch For:
“Me First” Attitude: They focus on their own success and recognition, not what’s best for the team.
They Undermine Others: They may talk down about coworkers, challenge leadership in unhealthy ways, or refuse to give credit where it’s due.
Lack of Team Spirit: They don’t want to collaborate and may roll their eyes at team-building efforts or new ideas.
They Disrespect Core Values: Even if they smile in meetings, their actions show they’re not truly on board with your mission or culture.
If someone constantly disrupts harmony—even while performing well—they may be an Enemy in disguise.
Action: Give them a chance to change, but be ready to walk away if values don’t align.
This situation requires careful handling. Here’s a step-by-step approach:
Have an honest conversation. Let them know that while you value their performance, their attitude or behavior is out of alignment with your company’s values.
Give them a chance to change. Make your expectations clear and offer support, coaching, or mentoring if they’re open to change.
Set a deadline for improvement. Make sure they understand that staying on the team depends on both results and behavior.
Be prepared to part ways. If they continue to resist or refuse to change, it’s time to move on—even if they’re producing results.
How to Use This Chart in Hiring and Team Development
You can use the “Who’s On Your Team” framework at every stage of your talent lifecycle, from hiring to performance reviews.
Step 1: Define Your Core Values
Be crystal clear about what your company stands for. These values should show up in every job description, team meeting, and performance review.
Step 2: Assess Performance
Use assessment tools like the TIP™ Assessment to measure candidates’ or employees’ capabilities in areas like aptitude, behaviors, and job skills.
Step 3: Evaluate for Core Values Fit
During interviews, ask behavioral questions tied directly to your values. Look for stories, not just surface-level answers.
Example:
If one of your core values is “Ownership”, ask:
Tell me about a time you took initiative on a project without being asked.
Build a Stronger Team with VisionSpark
At VisionSpark, we help business leaders like you build high-performance, values-driven teams by taking the guesswork out of hiring.
We offer:
Talent assessments (like the TIP™ assessment)
Ready to identify your Stars and Puppies—and say goodbye to Rats and Enemies?
Contact VisionSpark today to start building the team you deserve.
